Academic journal article International Journal of Education and Management Studies

The Influence of Organizational Culture, Leadership, and Work Motivation toward Senior High School Teacher Performance

Academic journal article International Journal of Education and Management Studies

The Influence of Organizational Culture, Leadership, and Work Motivation toward Senior High School Teacher Performance

Article excerpt

The progress of a nation is reflected in the success rate of implementation of educational programs across all levels. The success rate is certainly not limited only in tenus of input and output process alone, but also covers many educational outcomes. Results of this study arc in connection with the interests of individuals, families and communities as (Anderson, 2005) commented that Educational outcomes are reflected in the development of skills (competencies) knowledge, attitudes and skills of learners.

According to (Barnett, 1996) teachers as professional educators in charge of planning and implementing the learning process, assessing learning outcomes, conducting counseling and training, as well as piloting research and community service. The teachers are required to develop their professional skills in order to improve their performance because future education demands will require quality profession with skills.

Professionals in the educational field (Briggs & Priscilla, 1999) Competence and quality teachers' are certainly needed in the implementations educational activities in Bogor, and even becomes one of the essential requirements to increase the effectiveness of teachers' performance at primary and secondary levels, there should be efforts to improve the performance of teachers in the city of Bogor. Efforts to improve teachers' performance are greatly needed based on the direct observation that identified senior high school teachers' performance in Bogor as being below the required standards in conducting learning activities in schools.

Organizational behavior has received extensive responses from researchers' like (Prawirosentono, 2007) who stated that job performance is defined as value of the set of employee behavior that contributes, either positively or negatively, to organizational goal accomplishment. Performance is defined as the value of a set of attitudes or behavior of workers who contribute either positively or negatively to the achievement of organizational goals. According to (Rasyid & Muhammad, 2000) organizational culture is a system of beliefs and values that develops within an organization and involving the behavior of their members, organizational culture is a social bond that binds all members of the organization. (Robbins, 2005) defines leadership as the ability to influence others toward the achievement of organizational goals.

This opinion covers aspects of the ability to influence others, specifically the leader and the led, and the existence of the goal to be achieved through a process of communication or social interaction between the parties.

According to Winardi (2002), motivation can be defined as the psychological process that arouse and direct goal-directed behavior. The model of how it works is that people have certain needs that motivate them to perform specific behaviors for which they receive rewards, both extrinsic and intrinsic, that feedback and satisfy the original need. The three major perspectives on motivation are need-based, process, and reinforcement". Motivation is defined as a psychological process that directs behavior to reach organizational goals. The impulse from within and from outside people, which includes three important things in motivation there are the basic requirement, process and stimuli.



The study populations were Civil Servants (PNS) high school teachers in Bogor, in a population of 563 a sample of 226 was taken using Slovin formula, to ensure representativeness of the sample, proportional random sampling technique was applied.


Based on the design of the study, the research tools used for data collection are questionnaires, these instruments were developed by the researcher based on: (1) theoretical framework as this helped in obtaining clarity in the operational definitions of study variables, (2) determine the indicators each variable,(3) developed framework based on indicators chosen , (4) developing instruments in form of statements, (5) testing instrument for the variable of organizational culture, leadership, motivation and job performance of teachers, (6) testing instruments to establish validity and reliability before they were applied in the final data collection. …

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